This essay will explore the many different issues that a security manager must consider when hiring security personal pertaining to the information requested in the form of background investigations and the legal ramifications of what information can be obtained and what information if any is off limits to the investigation of an applicant. As a manager of a security firm one would want to be cautious as to who should be hired and for what position that applicant should be able to fill. With this being stated it is not uncommon for a security firm to require the applicants volunteer to a background check as well as physical and mental testing in order to be hired for a high security position within the company. The question then should be what can a security firm request in a background check and is there anything that legally should not be addressed. There are many different levels of security checks when pertaining to backgrounds some positions do not require a complete background check and may only require the basic information to be investigated such as employment history, criminal background, drug testing while higher levels of security require in-depth background checks to include some if not all of the following examples of background checks; professional licensing records, workers compensation claim records, military records, driving records, educational records, credit reports, criminal records, personal and work references, sex offender lists, bankruptcy reports, to include a Social Security number check or proof of Citizenship or visa check. It is important to understand that there is not a central repository for federal, state or local criminal records which means that if a person has moved around a great deal it ... ... middle of paper ... ...xample would be if one had the information that would allow for an employer to know that a person had been arrested for domestic abuse several times in the last ten years however, the wife would not press charges so no convictions would be listed on the criminal background check this allowing this individual to be a security officer. In conclusion, it is fair to say that background investigations into potential applicants who wish to work in a position of authority or in a position that requires the company to do a background check for the safety of the company and or the public should be administered with care, and with attention to detail due to the position that the company could be in if they allowed the wrong person with the wrong background into a position that could allow for the company to be liable or for the safety of the public to come into question.
The reality is in 2013 most American lives are being logged at every step from being filmed as they buy a soda at 7-11 or doing your homework at the computer lab at a community college. And, although many have heard about this intrusion, many do not most know the extent of this information and its impact when it is combined in a profile. This profile is used in background checks for top security clearances that the Office of Personnel Management (2013) requires to obtain this credential. Today, all people that have top security clearances are at risk to be targeted in ways that are deviant and often passive. To understand the profile is used to supply background checks, a history of the former company ChoicePoint will be explained to show this security threat of this now defunct company has contributed to this risk.
A background check is generally a further investigation on one 's criminal and financial records. Background check requirements vary depending on their purpose. Specifically, the National Instant Criminal Background Check System is a United States system
In the area of Background Investigations the FBI manages checks on anyone who applies for positions with the Department of Energy, Nuclear Regulatory Commission, the Department of Justice, and the FBI its self. When conducting these investigations on applicants the FBI will interview past neighbors, and coworkers of those who apply. Also they will check their criminal records and credit history. Doing so ...
The “Ban the Box” is a law that took effect on January 1, 2014, and it inhibits companies from asking about a potential employee’s criminal history on the initial applications for employment (Deitchler, Fliegel, Fitzke, & Mora, 2013). The Equal Employment Opportunity Commission (EEOC) endorsed this Ban the Box in that its contemplation of criminal history of arrests or convictions in the Title Ⅶ of the Civil Rights Act of 1964 (Deitchler, Fliegel, Fitzke, & Mora, 2013). It is directly related to employer’s ability to hire those employees with a criminal past to be compliant with the fair employment requirements. Employers have a balancing act to perform because they should be aware of risks related to negligent hiring. In the case of litigation
Numerous departments use a polygraph, usually known as lie detector, to verify information submitted throughout the application process. Drug tests are routinely administered to check for the presence of illegal substances. Each agency establishes the type of test. Background investigators will review your employment history, character references, academic records, residency history, credit history and criminal history. Applicants can assume to take some sort of physical ability test during the hiring process.
According to the guidelines of the Supreme Court, a search will be warranted when it is justified before the search occurs. For example, work-related purposes such as an employee’s job
This can be done by conducting pre-employment screenings. Federal and national background checks can be completed and checking the OIG list. Often checking references and calling previous employers may help. If an applicant is dishonest on his applications, it could lead to other fraudulent issues on the job. (Safian, 2010, P. 40)
BSS has many clients that have access to data that could affect the national security of the United States. Their clients have access to cultures of potential bioterrorist weapons including the plague and anthrax. When hiring for a new position, all candidates should complete a blank application that is submitted along with their resume. The blank application and resume will reveal any discrepancies in the application. Since the data stored on their servers needs to be secured at all times, a consumer credit check should be conducted as well as a review of criminal history. A consumer credit report according to Heneman & Judge (2012), “are prepared from accessible databases by a consumer reporting agency and bear on the person’s creditworthiness and standing, character, general reputation, personal information and mode of living” (p. 406). To comply with feder...
Typically, the EEOC or related state agency will investigate charges of race discrimination or race-related retaliation. The EEOC has broad power to secure information and company records via subpoena, field investigations, audits, and interviewing witnesses, both employees and outsiders. Statistical data may be presented to demonstrate a pattern or practice of discriminatory conduct. As in other forms of discrimination, the contents of an individual's personnel file and the files of others in similar situations are often examined. Data on workplace composition may reveal a pattern or practice of exclusion or channeling.
They should provide all the necessary information and detailed answers needed in their application form to show if they fit the position. This includes behavioral and personality questions that require essay answers.
It was also found that a decent number of participants considered themselves knowledgeable and trained on the topic, but only 10% had ever created a profile and testified in court. Less than half of the professionals interviewed felt that profiling/criminal investigative analysis had enough validity to be used in court. The participants with the profiling wording rated the topic as less valid than those with the criminal investigative analysis wording. Although it was not viewed as being very valid the participants did see it as a good tool for law enforcement. There were some limitations in this study. The limited number of participants causes a lack of generalizability. The definition used was a general description – a different definition or title may have led to different
This is a controversial subject. I actually agree and disagree with the right to check an applicants’ background, it depends on the type of background check being done and for what position. Background checks can consist of medical, criminal and credit (EEOC, n.d.). I do believe there are certain positions when a criminal background check should be performed. For positions such as CEO, anything concerning finances, and police officer/ SPO (special police officer) just to name a few. However, I do not agree that a credit check should be used in all cases. Times are certainly hard today and people are losing their jobs and are unable to pay their bills. This can cause a persons’ credit report to plummet and have derogatory information on their
O'Reilly, John. An Employer's Guide to Surveillance, Searches & Medical Examination. Toronto: Thomson Canada Limited, 2003.
Primarily, the publics’ perceptions that private security agencies and its employees have no legal authority, therefore, tends to disrespect them or not adhered to the directives or comply to the enforcement they intend to implement. The main goal of most private security agencies and guards are the same, protecting life and property, however this is an unyielding task for those in this profession. Another great challenge for private security lies in the supplies and demands of the community in which they serve. Economic environments tend to determine how successful private security can be. Most private security agencies rely on the demands of the company, the level of security they require, the length of the contract or assignment, and lastly, the budget in which the company has allowed for these services.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)